Speaker Profile
RONALD ADLER
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR-business issues, and unemployment insurance issues. Mr. Adler has more than 40 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations. Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool. Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches courses on HR auditing. Mr. Adler has also served as a certified instructor for the CPCU Society and conducts courses on employment practices liabilities. Mr. Adler has additionally served on two national taskforces developing professional standards in human capital measurement and performance management. Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases. Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert (SME) to SHRM on HR metric, and served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel. Additionally, Mr. Adler is a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC and has testified before Congress.
Ronald Adler
April 11 2024
01 : 00 PM EST
90 Minutes
The Dos and Don'ts of Record Retention and Destruction
The failure to maintain adequate and sufficient timekeeping records under the Fair Labor Standards Act (FLSA) can result in a substantial back pay award. Under the FLSA, the burden is on the employer to maintain and preserve such records. If this burden is not properly met, courts will accept as evidence of overtime worked information provided by the employee, whose recollections about the number of hours w..
Ronald Adler
May 23 2024
01 : 00 PM EST
90 Minutes
Unemployment Insurance – 2022 - 2023 Critical Issues
Unlike other human resource management issues, unemployment insurance (UI) management issues have a direct impact on an organization’s tax liability, and since taxes reduce profitability, on its bottom line. Unlike other payroll taxes, however, UI taxes are experience-rated and represent a controllable expense. Thus, an organization’s UI experience, influenced by its success in managing turnover, separation..
Ronald Adler
June 26 2024
01 : 00 PM EST
90 Minutes
Sexual Harassment: Key Business, Financial, Human Resource Issues
The marketplace is increasingly asking and evaluating the following critical questions: Does an organization avoid the growing legal pitfalls to avoid sexual harassment? Does the organization properly conduct sexual harassment and workplace investigations?Does the organization properly weigh and balance privacy issues and concerns?Are all employees encouraged to report incidents of sexual harassment? Are al..
Ronald Adler
Recorded Webinar
90 Minutes
HR Metrics and Analytics 2024 - Update on Strategic Planning, Application Activities, and Operational Impact
HR metrics and analytics play a vital role in business management. Top management uses HR metrics and analytics as a crucial part of its strategic planning activities and, increasingly, uses HR metrics to make essential business decisions.Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give management the power to understand, anticip..
Conducting HR Audits
The threats and risks from human resource management issues are increasing. No longer measured in only fines, penalties, and awards for non-compliance, human resource management affects keys business metrics, including the organization’s valuation and credit rating. Further, improper human resource management can significantly reduce managerial prerogatives, and seriously damage the organization’s reputatio..
HR Metrics: Measuring and Communicating the Strategic Value of Human Resources
The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage key risks. The purposes of HR metrics are to help communicate the value-added, demonstrate the contribution of human capital, and measure employment-related risks. In this environment, the key issue in becoming a strategic partner is fo..